Ways to Strengthen Your Leadership Abilities and Presence

Leadership isn’t defined by a job title; it’s the ability to influence, inspire, and guide others, and it’s a skill that can be developed at any stage of your career. Research consistently shows that women are particularly well positioned to excel as leaders. Decades of studies on transformational leadership have found that women often score higher than men in key leadership competencies, including mentoring, collaboration, empathy and motivating teams around a shared vision. These qualities are strongly linked to higher-performing teams and better business outcomes.

Yet women often face a double standard. Behaviours that earn men praise, such as being decisive or assertive, can attract criticism when displayed by women. Understanding both how to lead effectively and how to navigate these workplace dynamics is essential for career growth.

Here are seven proven ways to build your leadership skills and increase your impact.

1. Build your leadership presence

Leadership presence isn’t something you’re born with; it’s a combination of behaviours that inspire confidence and credibility. According to research, executive presence accounts for around 26% of what influences promotion decisions.

Start by defining your leadership brand. Ask yourself: What do I want people to say about me when I’m not in the room? Identify two or three qualities you want to be known for, whether it’s strategic thinking, problem-solving, or collaboration, and reinforce them consistently through your work.

Visibility also matters. Share your achievements, volunteer to present your team’s work, and communicate the impact of your projects. High-performing women often fall into the “Cinderella Myth” believing that hard work alone will be recognised. In reality, your contributions need to be seen.

Speak up in meetings, especially where important decisions are made. Studies consistently show women are rated highly on leadership competencies, but those strengths can only be recognised when they are visible.

Finally, seek a sponsor, not just a mentor. Mentors provide guidance, while sponsors actively advocate for promotions and career opportunities. Employees with sponsors are promoted at nearly twice the rate of those without, yet women remain less likely to have one.

2. Inspire and motivate others

One of women’s greatest leadership strengths is transformational leadership, the ability to inspire people to perform at their best. Develop your emotional intelligence by learning to understand and manage both your own emotions and those of others. Leaders who build trust create more engaged, resilient teams. Recognise great work regularly. High-performing teams thrive when positive feedback significantly outweighs criticism. Make praise specific so people understand exactly what they did well.

Create psychological safety by encouraging people to speak openly, ask questions and admit mistakes without fear of judgement. Research identifies this as one of the strongest predictors of team effectiveness. Empower others by involving your team in decision-making, delegating meaningful responsibilities and giving emerging talent opportunities to lead. Remember, transformational leadership isn’t about avoiding difficult conversations. Great leaders deliver honest feedback and make tough decisions when necessary, always focusing on what’s best for the team over the long term.

3. Strengthen your communication

Clear communication is one of the defining characteristics of effective leadership. State your ideas confidently and avoid over-qualifying your opinions. Leaders communicate with clarity rather than uncertainty. If you’re concerned about appearing too assertive, use an “I-We” approach: express your position clearly while linking it to shared team or organisational goals. This helps reduce the bias women often face while maintaining confidence. Prepare thoroughly before important meetings by organising your key messages, anticipating questions and rehearsing your delivery. Strong leaders also listen actively. Ask thoughtful questions, seek to understand different perspectives and adapt your communication style to your audience without compromising your message.

4. Take initiative

Leadership potential is demonstrated long before someone receives a management title. Volunteer for projects outside your comfort zone, particularly those that expose you to new people and new challenges. Research suggests that around 70% of leadership development happens through practical, on-the-job experience. Look for opportunities to solve problems before someone asks you to. Offer to lead meetings, coordinate projects, or improve existing processes. Supporting junior colleagues is another powerful way to demonstrate leadership. Teaching and mentoring not only develops others but also reinforces your own expertise.

5. Ask for meaningful feedback

Constructive feedback is one of the fastest ways to accelerate your development. Instead of asking, “How did I do?”, ask more targeted questions such as, “What’s one thing I could have done differently?” Specific questions generate more actionable responses. Seek input from managers, peers, and cross-functional colleagues to gain a well-rounded view of your leadership style.

Most importantly, act on the feedback you receive. Demonstrating visible improvement builds trust and shows you’re committed to continuous growth. Keeping a record of feedback and the actions you’ve taken also provides valuable evidence during performance and promotion discussions.

6. Lead before you have the title

Leadership begins with influence, not authority. Build credibility by consistently delivering high-quality work and earning the trust of those around you. When proposing ideas, frame them around shared organisational objectives rather than personal preferences. Invest time in relationships across departments and levels of the organisation. Influence grows through trust, and trust develops through consistent collaboration. Women often achieve stronger outcomes when they connect assertive recommendations to broader team goals, reducing resistance while strengthening their leadership credibility.

7. Navigate the likeability bias

One of the biggest challenges women leaders face is the “likeability penalty”: the tendency for successful women to be judged more harshly than men displaying the same behaviours. Research shows that while success and likeability often increase together for men, the opposite can occur for women. Assertiveness may be viewed as aggression, while warmth may be mistaken for a lack of authority. One effective strategy is to combine confidence with collaboration. Explain not only what you’re recommending but why it benefits the organisation and those around you.

Self-promotion also becomes far more effective when it’s supported by measurable results. Let your achievements speak alongside your advocacy. Build relationships with colleagues who will champion your ideas in meetings and amplify your contributions. Strong professional networks remain one of the most effective ways to counter unconscious bias. For women of colour, these challenges can be even more pronounced. Joining professional networks or peer groups where members understand your experiences can provide valuable support, mentorship and advocacy.

Leadership is a Skill You Can Build

Exceptional leaders aren’t born; they’re developed through experience, continuous learning and intentional practice. By strengthening your leadership presence, communicating with confidence, building influential relationships and taking initiative, you can increase both your impact and your opportunities for advancement. Whether you’re leading a team today or preparing for your first leadership role, every conversation, project, and challenge is an opportunity to become the leader you aspire to be.